Are you playing to not lose? Or playing to win?
This is a question I posed to a client recently – on the face of it you may feel that they are the same thing because if you don’t lose surely you win?
However, if you have ever played, or even watched, a sport, I think you recognise the difference.
When we play to not lose we are defensive, and driven by fear, not vision. We are safeguarding the status quo and focused on avoiding risks and reducing threats. We may wear the opposition down but we are also wearing ourselves down and not creating opportunities.
Playing to not lose may make us feel better in the short term because our brain is seeking to protect us by keeping in our comfort zone. We are focused on removing the problem or challenge so we can return to equilibrium.
For example, if I fear that I may be discovered to be a fraud in my new role (hello imposter syndrome!) I may feel the need to micromanage everything that happens in my new department because I am scared of mistakes being made. In the short term this may help me feel better because I am ‘in control’ and create some positive outcomes, however what about in the medium to long term? That behaviour is likely to lead to disengagement in staff members and burn out for me!
Playing to win requires us to be more proactive: to create a vision and purpose towards which we can work. We seek opportunities to progress and inspire our teams to reach new heights. Instead of reacting to fear we take action based on passion and energy. Fear will always be present but it is no longer running the show.
Playing to win does not mean that we recklessly pursue every opportunity, rather it means that we take calculated risks and use strategic planning to move towards our North Star. It requires us to create a culture of collaboration and innovation, unleashing the full potential of the team and contributing to a growth cycle.
So I invite you to ask yourself:
Are you playing to not lose? Or are you playing to win?
What might be possible for your leadership journey and the future of the organisation if you could shift your mindset?
In The Leadership Circle Profile, a 360 degree feedback assessment I use with clients, these concepts are embedded into the reactive tendencies (playing to not lose) and the creative capacities (playing to win) of leadership.
If you are interested in taking your leadership to the next level, utilising 360 degree feedback is a great way to uncover beliefs and behaviours you may not be aware of. Are you ready to take the plunge? Let’s have a conversation.
With love,
Sue
This is a question I posed to a client recently – on the face of it you may feel that they are the same thing because if you don’t lose surely you win?
However, if you have ever played, or even watched, a sport, I think you recognise the difference.
When we play to not lose we are defensive, and driven by fear, not vision. We are safeguarding the status quo and focused on avoiding risks and reducing threats. We may wear the opposition down but we are also wearing ourselves down and not creating opportunities.
Playing to not lose may make us feel better in the short term because our brain is seeking to protect us by keeping in our comfort zone. We are focused on removing the problem or challenge so we can return to equilibrium.
For example, if I fear that I may be discovered to be a fraud in my new role (hello imposter syndrome!) I may feel the need to micromanage everything that happens in my new department because I am scared of mistakes being made. In the short term this may help me feel better because I am ‘in control’ and create some positive outcomes, however what about in the medium to long term? That behaviour is likely to lead to disengagement in staff members and burn out for me!
Playing to win requires us to be more proactive: to create a vision and purpose towards which we can work. We seek opportunities to progress and inspire our teams to reach new heights. Instead of reacting to fear we take action based on passion and energy. Fear will always be present but it is no longer running the show.
Playing to win does not mean that we recklessly pursue every opportunity, rather it means that we take calculated risks and use strategic planning to move towards our North Star. It requires us to create a culture of collaboration and innovation, unleashing the full potential of the team and contributing to a growth cycle.
So I invite you to ask yourself:
Are you playing to not lose? Or are you playing to win?
What might be possible for your leadership journey and the future of the organisation if you could shift your mindset?
In The Leadership Circle Profile, a 360 degree feedback assessment I use with clients, these concepts are embedded into the reactive tendencies (playing to not lose) and the creative capacities (playing to win) of leadership.
If you are interested in taking your leadership to the next level, utilising 360 degree feedback is a great way to uncover beliefs and behaviours you may not be aware of. Are you ready to take the plunge? Let’s have a conversation.
With love,
Sue
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